Status update

June 3, 2026

On May 29, 2026, the University of Victoria and the Faculty Association reached a tentative collective agreement based on the Province’s 2025 Balanced Measures Mandate. The tentative agreement, which will be in effect July 1, 2025 and June 30, 2029, is subject to ratification by union members and the university’s Board of Governors.

The tentative agreement was reached following a full year of collective bargaining and eight days of mediation with the assistance of a neutral mediator appointed by the BC Labour Relations Board.

Details of the tentative agreement will be released following ratification.

May 19, 2026

The University and the Faculty Association have been engaged in collective bargaining since April 10, 2025. Last month, both parties agreed to apply for mediation, to assist us in reaching a renewed collective agreement with the support of a neutral mediator. Mediation provides an opportunity for focused, facilitated discussions in a confidential setting, with the shared goal of achieving a constructive and timely resolution. Dates have been confirmed for May 20–29, 2026, and the BC Labour Relations Board has appointed David Schaub as mediator.

Over the year, both parties have tabled monetary and non-monetary proposals aligned with the provincial mandate. The University of Victoria has tabled a comprehensive monetary package based on the Province’s Balanced Measures Mandate. The University’s proposals focus on five key areas:

Workload and Teaching Support: new and enhanced mechanisms to better support faculty workload, including increased access to teaching relief opportunities, additional faculty complement in high-demand areas, expanded support for academic leadership roles such as Chairs and Associate Chairs, and pilot initiatives to strengthen instructional support in complex teaching environments.

Research and Scholarly Activity: investments to support faculty research and innovation, including funding to support research-related needs and technology, as well as targeted support for professional licensure requirements where applicable.

Equity, Inclusion, and Accessibility: initiatives designed to advance equity and inclusion, including pilot programs to support Black, Indigenous, and racialized faculty, expanded supports for cultural and ceremonial leave, and new resources to better support accessibility and accommodation needs in teaching and learning environments.

Compensation and Salary Structure: general wage increases consistent with the provincial mandate, as well as targeted adjustments to salary structure to maintain competitiveness and recognize career progression.

Benefits and Leave Enhancements: improvements to extended health benefits, including enhanced coverage in key areas such as mental health services and vision care. Improvements to parental and compassionate care leave provisions are also included.

Process

In BC's public sector, collective bargaining typically begins with each party opening negotiations by tabling a package of proposals—often referred to as "opening articles"—that outline their priorities for changes to the existing collective agreement, such as compensation, benefits and working conditions. These proposals are exchanged and formally presented at the bargaining table, where each side explains the rationale behind its positions.

The process then moves into an iterative cycle of discussion, clarification, and counter-proposals, with parties responding article by article rather than all at once, withdrawing, amending, or modifying proposals as bargaining progresses. Throughout this exchange, both sides aim to reach mutually acceptable language until a tentative agreement is reached. Should talks stall, statutory dispute resolution processes under BC labour law are triggered.

Visit the FAQs for more about the process.